Here's how you can handle feedback from your supervisor professionally.

Receiving criticism is challenging, regardless of one's experience level. However, growth necessitates openness to learning from others. Use this opportunity to understand another person's perspective or lived experience that can enhance your work. Listen actively, ask questions to gain deeper insights, and avoid becoming argumentative or defensive.

Active listening is an essential skill, but one that is admittedly hard to remember, especially when receiving criticism. It's easy to become defensive, but when both parties orient their mindset around the need for improvement and a genuine desire to see each other move forward in their careers, criticism can quickly become a catalyst for future success.

Entenda o feedback como um presente, uma dica valiosa que pode levar você ao próximo nível. Como as pessoas percebem você tem um impacto importante no seu sucesso. Mesmo que não concorde com tudo que está sendo dito, escute atentamente, agradece e estruture ações visando evolução continua.

And to further understand, couple listening with asking for examples to clarify what you are hearing. Ask “what specific behaviors do you need to see more or less of”. Follow up, proactively, to verify progress and check back to confirm if your manager or other stakeholders has/have seen the expected behavior change(s). Understand the impact of why your manager is sharing any feedback. Most managers choose not to directly share feedback, so getting clear on the why will always be helpful. Onward!

Listen attentively, stay open-minded, ask clarifying questions if needed, express gratitude, and implement the feedback into your work.

Approach the feedback with an open mind. Remember that it is meant to help you improve. Focus on listening without interrupting. Take notes if necessary to ensure you understand the points being made. Avoid instant reactions, give yourself a moment to process the feedback before responding, this helps prevent emotional reactions.

We tend to react and not listen, the moment we face criticism. Constructive Criticism should be heard with a calm spirit. Emotions should not come in this way at the first hit, maybe you express yourself after the feedback. Maybe you self-reflect and feel bad, but thats ok. There's no need to react at an instant.

Staying calm when receiving feedback is crucial for growth. Emotions are natural, but deep breaths can help. Remember, feedback isn't personal; it's a path to improvement. Keeping composure fosters understanding and constructive dialogue with your supervisor.

Besides staying calm, stay positive. Feedback is an opportunity for growth rather than criticism. Maintaining a calm and positive attitude can help you stay motivated and open to learning.

Take it in the right spirit. Don't think its personal unless the manager is making a personal comment. They are always improvement areas or signs to better ourselves. Self-reflection helps us to correct ourselves and be a better person in the long run.

Siempre la mirada de los demás nos ayuda a reflexionar y conocer una parte de nosotros que quizá no conocíamos. No todo lo tenemos que tomar como verdad, depende de nosotros considerar aquello que nos haga más sentido.

After receiving feedback, take time to consider the points raised without bias. Evaluate your performance objectively, acknowledging both strengths and areas for improvement. Honest reflection allows you to identify specific actions to enhance your skills and address any shortcomings. This approach demonstrates your commitment to growth and willingness to learn, strengthening your professional development.

Reflect on the feedback objectively. Consider if there are patterns or truths in the feedback that can help you grow. Identify the gaps between your current performance and the expectations outlined in the feedback.

Siempre la mirada de los demás nos ayuda a reflexionar y conocer una parte de nosotros que quizá no conocíamos. No todo lo tenemos que tomar como verdad, depende de nosotros considerar aquello que nos haga más sentido.

Take some time to reflect on the feedback received. Consider the specific areas for improvement mentioned by your supervisor. Identify actionable steps or changes you can make to address the feedback effectively. Develop a plan with clear objectives and timelines for implementing these improvements.

A plan with 1-3 SMART goals shows that you value the feedback provided. At the end of the evaluation period, you will have tangible results to share with your leader based upon mutually agreed upon growth opportunities.

I am a huge advocate of the Eisenhower Matrix, when planning improvement in performance, you can use the matrix a bit differently: Quadrant I (Urgent and Important): Critical tasks that require immediate attention, such as project deadlines, crisis management, etc. Quadrant II (Important but Not Urgent): Development activities such as training, skill development, goal setting, and strategic planning. Quadrant III (Urgent but Not Important): Interruptions, routine emails, and meetings that do not contribute significantly to performance goals. Quadrant IV (Neither Urgent nor Important): Activities that are time-wasters or low-priority tasks, such as excessive social media use or non-essential meetings.

Create specific, measurable, achievable, relevant, and time-bound (SMART) goals based on the feedback. Outline concrete steps to achieve these goals. “I will start using a project management tool to track my deadlines.”

Once you have formulated your improvement plan, communicate it clearly to your supervisor. Outline the steps you intend to take and the expected outcomes. Seek feedback on your plan to ensure you are aligned with your supervisor’s expectations.

After listening to the feedback, express your understanding and appreciation for the input. Ask clarifying questions if needed, and summarize the key points to ensure alignment. Share your action plan for addressing the feedback and seek further guidance if necessary. Clear communication shows your proactive approach and commitment to improvement, fostering a positive and productive dialogue.

Respond thoughtfully to feedback by asking clarifying questions and summarizing your understanding. Express appreciation for the input and discuss any steps you plan to take for improvement. Clear communication ensures both you and your supervisor are on the same page, fostering mutual understanding and demonstrating your proactive attitude towards development.

It's essential to recognize that following through on feedback is not a one-time process. Continuous improvement requires consistent follow-up on the Key Result Areas (KRAs) discussed. Regularly working on your improvement plan and demonstrating progress over time is vital. Additionally, seeking informal feedback helps you stay aware of ongoing perceptions and areas needing attention. This proactive approach shows your supervisor that you value their input and are dedicated to growth. Consistent follow-through and informal check-ins bolster your reputation as a reliable, responsive professional and can lead to more opportunities and a stronger position within your organization.

Feedback only makes an impact when shown by the results. More than the manager "circling" back to you, you should be ready with your variations on the points suggested. This shows quick action responsiveness and the ability to take criticism.

Always respond to feedback professionally, regardless of how it is delivered. This helps build a positive relationship with your supervisor.

Keep your supervisor updated on your progress. “I’ve started using the new tool and it’s helping me stay on track with deadlines.” Schedule follow-up meetings to discuss your progress and receive additional feedback. “Can we meet next month to review my progress on the new system?”

Stay positive and view feedback as a pathway to growth. Show resilience by bouncing back from constructive criticism and demonstrating your commitment to improvement.

Throughout the process, maintain a professional demeanor. Avoid becoming defensive or taking feedback personally. Demonstrate a proactive attitude towards growth and development.

Mention any areas where you feel you could benefit from additional training or orientation. Clearly outline what kind of training or orientation you think would help you improve. Relate your request for training to the feedback you received, showing how additional training could address specific points. Propose a future date for follow-up feedback to assess your progress. Express your commitment to continuous improvement and your desire for ongoing feedback.

Handling feedback from your supervisor professionally involves listening actively and maintaining a positive attitude. Approach the feedback with an open mind, focusing on understanding their perspective rather than reacting defensively. Take notes, ask clarifying questions if needed, and express appreciation for their insights. Reflect on the feedback to identify areas for improvement and develop a plan to address them. Demonstrating a proactive and respectful attitude shows your commitment to personal and professional growth, fostering a constructive relationship with your supervisor.